Public Hearing Summaries

In Olga Pawlaczyk vs. Meritage Management, LLC, d/b/a/ Inlet Tower, complainant alleged that her employment as a housekeeping supervisor was terminated because of her national origin, Polish. An accusation was issued on April 17, 2015. The Executive Director subsequently learned that respondent had withheld information during the investigation that would have led her to dismiss the case. On October 12, 2015, the Executive Director filed a motion requesting that the administrative law judge recommend dismissal of the case and issue sanctions against respondent for its failure to disclose information. On February 23, 2016, the administrative law judge denied the Executive Director’s motion for sanctions and recommended dismissal of the case. On July 5, 2016, the Commission issued a final order dismissing the case.

In Andrea Westfall vs. I.C.E. Services, Inc., complainant alleged that respondent treated her as a person with a disability when it refused to hire her for a lead cook position at respondent’s facility on the North Slope. Complainant asserted that although she was respondent’s preferred candidate, respondent rejected her application solely because she was taking a prescribed medication. After the accusation was filed, the parties entered into a settlement in which respondent agreed to pay complainant $7,632 and to obtain training for its supervisors and managers on the provisions of the Human Rights Law prohibiting discrimination on the basis of disability and the obligation to provide reasonable accommodations to employees with disabilities. On October 11, 2016, the Executive Director filed an unopposed motion to dismiss the case after the terms of the agreement were substantially satisfied, and the Commission granted the motion on October 14, 2016.

In Connor Carle vs. Sullivan's Steakhouse, the Executive Director and two individual complainants filed three separate complaints against respondent, alleging that respondent terminated the employment of at least five employees, including Mr. Carle and Ms. Peterson, because they were under the age of eighteen. A hearing was held on May 4–7, 2015. On June 14, 2016, the ALJ issued a recommended decision finding that the Human Rights Law does not protect persons under eighteen from age discrimination. The Executive Director filed objections to the recommended decision on June 30, 2016. The ALJ did not rule on the objections and forwarded the unchanged recommendation to the Commission on November 29, 2016. The Commission remanded the case back to OAH on 2/27/2017. A recommended remedial order was issued 6/19/2017. The Exetive Director filed her objections to the recommended decision on 7/20/2017.

In Paula M. Haley vs. Sullivan's Steakhouse, the Executive Director and two individual complainants filed three separate complaints against respondent, alleging that respondent terminated the employment of at least five employees, including Mr. Carle and Ms. Peterson, because they were under the age of eighteen. A hearing was held on May 4–7, 2015. On June 14, 2016, the ALJ issued a recommended decision finding that the Human Rights Law does not protect persons under eighteen from age discrimination. The Executive Director filed objections to the recommended decision on June 30, 2016. The ALJ did not rule on the objections and forwarded the unchanged recommendation to the Commission on November 29, 2016. The Commission remanded the case back to OAH on 2/27/2017. A recommended remedial order was issued 6/19/2017. The Exetive Director filed her objections to the recommended decision on 7/20/2017.

In Sydney Peterson vs. Sullivan's Steakhouse, the Executive Director and two individual complainants filed three separate complaints against respondent, alleging that respondent terminated the employment of at least five employees, including Mr. Carle and Ms. Peterson, because they were under the age of eighteen. A hearing was held on May 4–7, 2015. On June 14, 2016, the ALJ issued a recommended decision finding that the Human Rights Law does not protect persons under eighteen from age discrimination. The Executive Director filed objections to the recommended decision on June 30, 2016. The ALJ did not rule on the objections and forwarded the unchanged recommendation to the Commission on November 29, 2016. The Commission remanded the case back to OAH on 2/27/2017. A recommended remedial order was issued 6/19/2017. The Exetive Director filed her objections to the recommended decision on 7/20/2017.

In Joyce Miguel vs. J&M Co., Ltd., d/b/a Yummy Yummy Korean BBQ, complainant alleged that respondent refused to hire her as a cashier because of her age, forty, and her race, Caucasian. A public hearing in the case was scheduled for April 23–24, 2015. The parties reached an agreement to pay complainant $2,280.63 in settlement and to train the owners and managers on the laws prohibiting discrimination in employment. After respondent complied with the terms of the settlement the executive director requested dismissal and the Commission issued an order dismissing the case on August 24, 2015.

In Jennifer Bozine nka Jennifer Thorne vs. Alaska Sales and Service, Inc., complainant alleged that she was discriminated against because of her sex when she was involuntarily transferred out of respondent’s body shop while a less experienced male coworker was not transferred, and that she was forced to resign because she was prevented from pursuing her career as an automobile body painter. A hearing was held on March 2–3, 2015. On September 23, 2015, the administrative law judge issued a decision recommending dismissal of the case. The hearing commissioners adopted the ALJ’s recommended decision and a Final Order was issued closing the case on February 29, 2016.

In Makaen Serr vs. I.C.E. Services, Inc., complainant alleged that respondent treated her as a person with a disability when it terminated her employment as a dishwasher working at respondent’s facility on the North Slope. Complainant asserted that she was fully capable of performing her job and that she was considered a valuable employee by her superiors in the company. A hearing scheduled for February 24–25, 2015 was continued after the parties entered into a settlement in which respondent agreed to pay complainant $60,000 and to obtain training for its supervisors and managers on the provisions of the Human Rights Law prohibiting discrimination on the basis of disability, and the obligation to provide reasonable accommodations to employees with disabilities. On October 11, 2016, the Executive Director filed an unopposed motion to dismiss the case after the terms of the agreement were substantially satisfied, and the Commission granted the motion on October 14, 2016.